Processing a Grievance. It is recognized and accepted by the UNION and the EMPLOYER that the processing of a grievance hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours; only when consistent with such employee's duties and responsibilities. The aggrieved employee and the UNION representatives shall be allowed a reasonable amount of time, without loss of pay, when a grievance is investigated and presented to the EMPLOYER during normal working hours provided that the employee and the UNION Representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work of the EMPLOYER. All grievances must follow the steps designated herein.
Processing a Grievance. The time limits specified in the above procedure may be extended to a definite date by mutual agreement of the employee or his or her Union representative and AMP, in writing. Also, the time limits specified in 24.3 above shall be extended automatically if the aggrieved employee and/or the appropriate supervisor is ill or on vacation. The time limits specified in 24.3 above will be extended only by the number of sick leave or vacation days taken by such employee or supervisor. The employee and the affected supervisor may request the assistance of another person of their choosing in preparing and presenting material at meetings concerning a grievance at any level of review. The employee and his or her representative may use a reasonable amount of work time as determined by the General Manager or his or her representative in conferring about and presenting a grievance. Employees are assured freedom from reprisal for using the grievance procedure. Proposals to add to or change this Memorandum of Understanding or written agreements or addenda supplementary hereto shall not be grievable and no proposal to modify, amend or terminate this Memorandum of Understanding may be referred for grievance under this Section; and no arbitrator shall have the power to amend or modify this Memorandum of Understanding or written agreements or addenda supplementary hereto or to establish any new terms or conditions of employment. No changes in the Memorandum of Understanding or interpretations thereof will be recognized unless agreed to by the General Manager and the Union.
Processing a Grievance. It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall, therefore, be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and a union representative shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the Employer during normal working hours, provided that the Employee and the Union Representative have notified and received the approval of the department head who has determined that such absence is reasonable and would not be detrimental to the work program of the Employer. Such approval shall not be unreasonably withheld.
Processing a Grievance a) Step No. 1 If an employee has a complaint, it will first be taken up with his Security Supervisor. He may do this personally or he may be accompanied and represented by his Unit Chairman. The Security Supervisor shall give his answer to the employee or Unit Chairman within two (2) working days of receiving the grievance. A grievance must be presented to the employee's Security Supervisor within twenty (20) days of the occurrence of the matter giving rise to the alleged grievance.
Processing a Grievance. The aggrieved Employee and a union representative shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the Employer during normal working hours.
Processing a Grievance. It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the Employees and shall therefore be accomplished during normal aggrieved Employee and the Union Representative will be released from work, without loss in pay, to investigate a grievance and to attend meetings or hearings pursuant to this Article provided the Employee and the Union Representative have notified and received the approval of the Employer who has determined such absence is reasonable and would not be detrimental to the work programs of the Employer.
Processing a Grievance. Any employee or former employee, having cause for complaint may present his case for investigation and consideration within twenty (20) days of the occurrence by following the procedure outlined below: Step No. 1 The employee shall, in the first instance, take up the matter directly with his Supervisor. If, for any reason, an employee is unwilling to go to his Supervisor directly and feels that he or she would like representation to settle any complaint, the employee may request a Union Shop Xxxxxxx or Committee Person to go with him or her to the Supervisor. Step No. 2 Failing satisfactory solution within forty-eight (48) hours, the case shall be submitted to the General Supervisor or Department Manager within the next forty- eight (48) hours, at which time the case shall be reduced to writing. Step No. 3 Failing satisfactory solution within five (5) calendar days, the case in writing may be presented directly or through the Union Committee within five (5) days to the Plant Manager or his nominee who shall render his decision within five (5) days of the submission of the case.
Processing a Grievance. A grievance shall be processed in each of the following successive steps between the parties involved in each step.
Processing a Grievance. Within ten (10) working days following the receipt of the Grievance, the Assistant Vice President, Human Resources shall give the opportunity to have the grievance presented at a meeting arranged for that purpose. In addition to the employee(s) concerned, up to three (3) representatives of the Local Union, for example, the appropriate Xxxxxxx, the Recording Secretary and the Local President as well as the National Representative C.U.P.E. shall have the right to be present. The Assistant Vice President, Human Resources may invite to the meeting such other persons (for example, the appropriate Supervisor, Manager, Director), as considered advisable to a maximum of five (5). The Assistant Vice President, Human Resources shall render a decision on the grievance in writing either at the meeting or within fifteen (15) working days from the conclusion of the meeting.
Processing a Grievance. Within ten (10) working days following the receipt of the Grievance, the Executive Director, Human Resources shall give the opportunity to have the grievance presented at a meeting arranged for that purpose. In addition to the employee(s) concerned, up to three (3) representatives of the Local Union, for example, the appropriate Xxxxxxx, the Chief Xxxxxxx and the Local President as well as a Staff Representative from the Ontario Public Service Employees Union shall have the right to be present. The Executive Director, Human Resources may invite to the meeting such other persons (for example, the appropriate Supervisor, Manager, Director or Xxxx), as he/she considers advisable to a maximum of five (5). He/she shall render his/her decision on the grievance in writing either at the meeting or within (10) working days from the conclusion of the meeting.
